HR Strategy

The development and delivery of an effective HR strategy that is in line with, and facilitates the delivery of, the overall business strategy is essential in translating the direction of the business into Human Resources policies, processes and plans. Some of the key elements of an effective HR strategy where advice and support can be provided are as follows:

Organisational Structure

Recruitment and Placement

Health and Safety

Reward

Performance Management

Personal and Career Development

Employee Relations/Participation

Change Management

In an increasingly changing business environment, successful organisations need to be able to adapt effectively and efficiently to meet their strategic objectives. Some of the key elements of change where advice and support has been provided are as follows:

Organisational Design

Organisational Reviews

Acquisitions

Mergers

Divestments

Closures

Redundancy

Employment Legislation

The volume, complexity and compensation levels relating to employment legislation and European Employment Directives is ever increasing and therefore directly increases the risk of non-compliance with the associated compensatory payments or non-compensatory penalties, such as imprisonment. The key services available in this area are as follows:

Legal compliance risk assessment.

Advice and support in relation to ACAS Hearings and Employment Tribunals. Development and implementation of employment policies and procedures and Employee Handbooks. These policies may be in the areas of, for example, recruitment, terms and conditions of employment, equal opportunities, bullying/harassment, alcohol and drugs, discipline, grievance, sickness absence and performance.

Advice and support on organisational design/redesign and review

Advice and support on acquisitions, mergers, divestments and redundancies

Training on the development and implementation of the above.

Consultation/Negotiation

In addition to the statutory requirements to consult and negotiate with employees and, where appropriate, the relevant Trade Union(s), employers, in general, are introducing formal partnership agreements or adopting informal partnership practices. The key services available in this area are as follows:

Advice and support in relation to collectively and non-collectively bargained staff

Investigations, Hearings and Appeals

There has been an increasing trend in the number of cases of alleged misconduct in employment at all levels within organisations and an associated increase in the number of “grievances.”

External/independent consultancy support can be extremely helpful to clients particularly if the allegations are at a senior level, management representatives are “conflicted” or there is insufficient in-house management resource/expertise. The key services available in this area are as follows:

Conducting or assisting with investigations into alleged grievances/misconduct and the production of a management report detailing findings and recommendations

Conducting or assisting with formal Disciplinary Hearings.

Conducting or assisting with formal Appeal Hearings.

Other Services

Whilst the emphasis will be on providing HR advice and support in the five key areas detailed previously i.e. HR Strategy, Change Management, Employment Legislation, Consultation and Negotiation and Investigations, Hearings and Appeals, additional advice and support can be provided, as follows:

HR Project Management

Personal and Executive Coaching

Career Counselling

Psychmetrics

HR Benchmarking

Communication

Contact us to discuss your requirements.

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Wright HR Solutions are professional Human Resources Specialists. Contact us to discuss how we can help you meet your business objectives, how to add-value to and for your employees/workers and to help identify and minimise business risk.